|Office:||Alter Hall 355|
|Research Interests:||Employee Recruitment, Fairness, Leadership|
Dr. Crystal Harold (PhD, Industrial/Organizational Psychology, George Mason University) is an Associate Professor in Human Resource Management and a Paul Anderson Research Fellow at the Fox School of Business, Temple University Prior to joining the Fox School of Business, she was an Assistant Professor in the Purdue School of Science at IUPUI and also worked as a Strategic Human Resources Consultant for numerous governmental agencies such as the Air Force, The National Geospatial-Intelligence Agency (NGA), and Department of the Interior (DOI).
Her research focuses on issues related to employee recruitment (in particular the role of PE fit and fairness) and the impact of management practices and characteristics that engender perceptions of workplace fairness and counterproductive behaviors. Her work appears in top OB/HRM outlets including Journal of Applied Psychology, Personnel Psychology, Journal of Management, and Journal of Organizational Behavior. She serves on the editorial boards of Personnel Psychology and the Journal of Occupational and Organizational Psychology. Findings from her research have been discussed in numerous media outlets including the CBS Early Show, Strategy + Business, The Telegraph, and The Chronicle of Higher Education. Dr. Harold was awarded a 2005 APA Dissertation Award and the HUMRRO Fellowship in I/O Psychology. In recognition of her research and teaching accomplishments, she was recently appointed a Paul Anderson Research Fellow, and was awarded the Adrisani-Frank Undergraduate Teaching Award and Lindback Award for Distinguished Teaching.
- *Han, S., Harold, C.M., & Cheong, M. (2019). Examining why employee proactive personality influences empowering leadership: The roles of cognition and affect-based trust. Journal of Occupational and Organizational Psychology, 92, 352-383.
- Harold, C.M., Oh, I-S., Holtz, B.C., *Han, S., & Giacalone, R.A. (2016). Fit and frustration as drivers of targeted counterproductive work behaviors: A multifoci perspective. Journal of Applied Psychology.
- Harold, C.M., Holtz, B.C., Griepentrog, B.K., Brewer, L., & Marsh, S.M. (2016). Investigating the effects of applicant justice perceptions on job offer acceptance. Personnel Psychology, 69, 199-227.
- Harold, C.M. & Holtz, B.C. (2015). The effects of passive leadership on workplace incivility. Journal of Organizational Behavior, 36, 16-38.
- Oh, I.S., Guay, R.P., Kwanghyun, K., Harold, C.M., Jong-Huyn, L., Chang-Goo, H., & Shin, K.H. (2014). Fit happens globally!: A cross-cultural meta-analysis comparing the relative importance of person-environment fit on work attitudes and performance. Personnel Psychology, 67, 99-152.
- Harold, C.M., Uggerslev, K.L., & Kraichy, D. (2013). Recruitment and job choice (pages 47-72). In T.K.Y. Yu & D. Cable (Eds.), The Oxford Handbook of Recruitment. Oxford University Press.
- Holtz, B.C. & Harold, C.M. (2013). The effects of leader consideration and structure on employee perceptions of justice and counterproductive work behavior. Journal of Organizational Behavior, 34, 492-519.
- Holtz, B.C. & Harold, C.M. (2013). Interpersonal justice and deviance: The moderating effects of interpersonal justice values and justice orientation. Journal of Management, 39, 339-365.
- Griepentrog, B.K., Harold, C.M., Holtz, B.C., Klimoski, R.J., & Marsh, S.M. (2012). Integrating social identity and the theory of planned behavior: Predicting withdrawal from an organizational recruitment process. Personnel Psychology, 65, 723-753.
- Marks, M.M., & Harold, C.M. (2011). Who asks and who receives in salary negotiation. Journal of Organizational Behavior, 32, 371-394.
- *Nolan, K.P., & Harold, C.M. (2010). Fit with what? The influence of multiple self-concept images on organizational attraction. Journal of Occupational and Organizational Psychology, 83, 645-662.
- Holtz, B.C., & Harold, C.M. (2009). Fair today fair tomorrow? A longitudinal investigation of overall justice perceptions, Journal of Applied Psychology, 94, 1185-1199.
- Holtz, B.C. & Harold, C.M. (2008). When your boss says no!: The effects of leadership style and trust on employee perceptions of managerial explanations. Journal of Occupational and Organizational Psychology, 81, 777-802.
- Harold, C.M. & Ployhart, R.E. (2008). What do applicants want: Examining changes in attribute importance judgments over time. Journal of Occupational and Organizational Psychology, 81, 191-218.
- Lindback Award for Distinguished Teaching (2017)
- Paul Anderson Research Fellow, Temple University (2015)
- Andrisani-Frank Undergraduate Teaching Award, Temple University (2014)
- Dean Teaching Fellow, Temple University (2013)
- Young Scholars Interdisciplinary Seed Funding (2013, 2012, 2010)
- Dean Teaching Fellow, Temple University (2012)
- Cigna Research Fellow, Temple University (2012)
- Faculty Senate Seed Money Grant, Temple University (2010-2011)
- Seminar in Organizational Behavior (BA 9003; PhD Course)
- The Leadership Experience (HRM 3904; Honors Undergraduate Course)
- The Co-Op in HRM (HRM 3581; Undergraduate Course)
- Introduction to Human Resource Management (HRM 2501; Undergraduate Course)
- Business Society and Ethics (BA 3102; Undergraduate Course)
- Men’s Health, “Boost Your Salary by $33,800”
- CBS News, “Study: Being Forceful Helps in Salary Negotiations”
- Metro MBA, “Fox Holds HRM Co-Op Event”
- Men’s Fitness Magazine. The Best Success Breakthroughs for March 2014.
- Fastcompany.com: “49% of job candidates never negotiate an initial employment offer. Do you?”
- The Chronicle of Higher Education: “On the market? Don’t sell yourself short, even now.”
- Harvard Business Review Daily Stat: “Tough bargaining gets you higher starting pay.”
- Forbes.com: “Salary negotiation pays.”
- Strategy + Business: “Getting a new job? It pays to speak up about salary.”
- The Telegraph.com: “Assertive Workers ‘Most Likely to Win Pay Rises’ Scientists Discover”
- CBS News Early Show: “Being Forceful Helps in Salary Negotiation”
- AOL News Interview: “Professor Cracks the Code to Negotiating a Bigger Salary”